Managers are hiring people based on whether or not they like them personally and it could lead to some big problems at work
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The hiring managers are supposed to select the perfect candidate according to a certain number of criteria, from the correspondence of skills to the potential of leadership. But new data shows how the personal report of a candidate with his interviewer counts.
Applicants who receive job offers are 12 times more likely to be described as having a “great personality”, according to a new report From the HR Textio software company, which analyzed 10,377 assessments of documented interviews for more than 3,900 candidates. The people who were finally hired were five times more likely to be described as “friendly” and four times more likely to be described as “having great energy”, in the written comments.
“When these recruiters chose to hire someone, a large part of the consideration was whether they liked the person or not,” explains Kieran Snyder, co -founder and scientist in Textio Fortune.
Bringing “great energy” to an interview could be a bonus for those who have more people focused on people like sales, but it is certainly not a necessary feature for all jobs. And that shouldn't be a determining factor to know if he hires someone, explains Snyder. Building on this kind of vague comments based on personality for a new rental can also be useless both for the person and at the workplace as a long term.
“For high performance, when they get this type of generic feedback, even if it is positive, they are much more likely to leave 12 months later, because it is difficult to see a path to growth if you have no ratings on what you can continue to develop,” she said.
There are also sexist prejudices with regard to the way job researchers for men and women are judged, according to the report. The successful male candidates were more likely to be described as “high level” and “confident” during their maintenance, while successful women were much more likely to be called “sparkling” and “pleasant”. Seeing these types of comments should put a red flag for Chros, note Snyder – Test managers that rely on their intestinal instinct can have serious angles with regard to sexism.
In order for employers to avoid biases when it comes to hiring people based on sympathy, Snyder suggests that the Chros are ensuring that the work descriptions themselves each have three to four essential skills listed. In this way, there is a section to follow and HR professionals are more likely to focus on the question of whether this person has the experience they need.
“These are all the types of functional skills that we want to search and that must take paramount,” explains Snyder. “And if you want to comment on the personality, it is the work of the human resources director to translate these requirements, the activities that someone has to do at work, in these skills and behaviors that you can assess.”
Brit Morse
Brit.morse@fortune.com
This story was initially presented on Fortune.com
